Employee Choice. An employee who is required or authorized to work overtime shall make an irrevocable choice each time whether to be compensated in cash or compensatory time until the employee has accrued credit for a maximum of forty (40) hours of compensatory time.
Employee Choice. Both the Union and the Company support and agree with the principle that the decision as to whether or not to become represented by a Union is one that does not belong to either the Union or to the Company. Rather, it is an individual decision that belongs to the employee. With the parties’ mutual recognition of this fundamental xxxxx, the following provisions are intended to establish, encourage, and nurture an environment during a Union organizing drive that will allow employees to choose whether or not to become represented in a fully informed and uncoerced manner. All negotiations concerning appropriate unit, access, conduct, and voting will be performed by local management and local Union officials, i.e., those directly impacted by these discussions. The local Union and management officials may request a meeting with the appropriate Union and Company headquarters representatives at the beginning of this process.
Employee Choice. Both the Union and the Company support and agree with the principle that the decision as to whether or not to become represented by a union is one that does not belong to either the Union or to the Company. Rather, it is an individual decision that belongs to the employee. With the parties' mutual recognition of this fundamental xxxxx, the following provisions are intended to establish, encourage and nurture an environment during a union organizing drive that will allow employees to choose whether or not to become represented in a fully informed and uncoerced manner. All negotiations concerning appropriate unit, access, conduct and voting will be performed by Frontier Human Resources and/or Labor Relations staff in conjunction with local management and designated Union representatives.
Employee Choice. The employee will be offered the choice to either (1) voluntarily resign or retire, or (2) voluntarily request unpaid leave per 7.16.1, or (3) voluntarily enter into unpaid leave knowing the member has 14 working days or less to secure and provide the District with evidence of testing results or evidence of full vaccine verification. Subsequent conditions: ● if the employee does not voluntarily choose option 1, 2, or 3 (as set forth in the prior paragraph); or ● if option 2 is chosen but denied and the member does not then choose option 1 or 3; or ● if the employee chooses option 3 and subsequently does not follow through with providing the required evidence during unpaid leave; The employee will be notified in writing that in any of the three conditions above, Education Code will become applicable in light of any suspension and/or dismissal proceedings. An employee choosing to voluntarily resign or retire will receive full District coverage for their current medical plan for one additional month following their last monthly salary compensation. An employee on either form of unpaid leave per this provision who then provides the required evidence will return to work accordingly.
Employee Choice. Any member of the bargaining unit may be represented at Level 1 through Level 4 of the Grievance Procedure by himself/herself or at his/her option be accompanied and assisted by an Association Representative.
Employee Choice. Employees may choose whether or not to participate in the plan, but the Dis- trict will not compensate an employee in lieu of his/her membership in the plan.
Employee Choice. 24.2.1. Employees have the opportunity to choose their own compliant superannuation fund. If an employee does not nominate a superannuation fund, Vision Super will be the default superannuation fund for Council employees.
Employee Choice. Employees may choose whether or not to participate in the plan, but the District will not compensate an employee in lieu of his/her membership in the plan.
Employee Choice. Employees may request a Shop Xxxxxxx for investigatory and disciplinary meetings with management. Employees may discuss their issues, concerns and ideas with Burgerville Human Resources and may request Human Resources’ presence at a meeting, provided there is sufficient notice and it does not cause undue delay.
Employee Choice. Employees working in positions designated as Local or Distant Remote may choose to work either remotely or in an SPLC office. Employees who choose to work remotely will not have a designated workspace at an SPLC office. Employees may change their selection on an annual basis. After the initial selection after this Agreement goes into effect, employees must notify HR of their selection during the month of September for the next fiscal year (beginning November 1). Requests to change more frequently will only be allowed upon approval by the HR Department. Employees’ requests made under this section will not be denied without good cause.
